Why Workers From Asia Want to Relocate for Work
Earnings, job stability, safety and the prospect of legal residence in the European Union – what really attracts candidates from Asia, and how to use it in your recruitment.
Table of contents
What attracts candidates from Asia
The decision to move abroad for work is rarely based on a single reason. In conversations with candidates from the Philippines, Nepal, India, Bangladesh or Indonesia, the same themes keep coming up: being able to support their family, predictable working conditions, and a real prospect of a longer stay in Europe.
- Higher pay, paid regularly, compared to the local market
- A contract and legal employment instead of casual work
- Social security: insurance, workplace safety, clear settlement rules
- Legal residence in the European Union and the prospect of extending documents
- The chance to gain experience in a European plant
Why Ukraine specifically
For candidates from Asia, Ukraine is a predictable market: a stable economy, strong demand in manufacturing, logistics and construction, and a lower cost of living than in Western Europe. In practice this means they can save more from the same salary than they could in Germany or the Netherlands.
| Factor | What the candidate sees | What it means for the employer |
|---|---|---|
| Demand for workers | Real job offers and continuity of work | Easier to build an attractive offer |
| Cost of living | More money left to save | Less pressure for sudden pay rises |
| Cultural proximity of the region | Large existing migrant communities | Faster adaptation for new arrivals |
| Document processing | A clear documented path | A predictable 1–3 months schedule |
How to build an offer that attracts candidates
- 1
Concrete conditions
State the hourly rate, the shift system and the bonus rules. Candidates compare offers very carefully.
- 2
Housing
The accommodation standard is one of the three most frequently asked questions. It's worth describing it explicitly.
- 3
Prospects
Information about the possibility of extending employment and documents increases the number of applications.
- 4
Honest communication
Candidates check information with each other. Promises that cannot be kept come back as turnover.
We verify candidates through pre-selection: experience, documents, motivation and an interview. Practical or language tests are organised only optionally, for an extra fee, if the client requests them.
Frequently asked questions
This material is for information only and is not legal advice. Regulations and administrative practice may change – contact our team about your specific case.
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